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Following Up After a Job Interview

Tuesday, January 24th, 2012

Over the last couple of years, some executives may have experienced a longer gap between jobs than ever before in their careers. As someone who wants to move to the next step in the interviewing process, you are anxious to hear back from the hiring manager after an interview. What can you or should you do?

Following up after an interview is crucial. CareerBuilder conducted a survey in 2011 and found that 22% of hiring managers dismiss candidates who don’t send a thank you note after the interview. Wow! What that says to them is that the candidate has poor follow-through and perhaps even lack of interest in the position. Not a good image for the hiring manager to have if you expect to get called back.

Step 1. Start the follow up before you leave the interview

Ask the hiring manager at the end of the interview what the next step is in their hiring process and when do they expect to make their decision. Simple, easy question, and helps you identify timing from the company’s standpoint. It also helps you determine what is appropriate follow-up communication that should come from you and when.

Step 2. Thank you note

As stated above, hiring managers notice when someone doesn’t respect protocol and send a thank you note. Be gracious and positive in your note, even if you know you are out of the running for that position. Why? Because you never know when the company or recruiter may have another opportunity where you might be a good fit.

Send your letter (unless it’s a committee interview) to each person you met with within 24-48 hours. Today it is acceptable to send your thank you note by email. Handwritten thank you letters are not a good idea if your penmanship isn’t legible; nor does it provide enough space to present key points from your interview. Be sure to customize each letter; you would not want the team comparing notes to find out you sent everyone a “cookie-cutter” message. And as with any written communication, spell everyone’s name properly. Spelling mistakes can kick you out of the interview process swiftly.

The thank-you note is also an opportunity to briefly support why you are the best person for the position and send follow-up information that may have been discussed in the interview (i.e. the white paper I mentioned is attached or can be found at xx website). End your thank-you note by confirming your interest in the job, let them know you will follow up again (specify a time range) and thank them again for the opportunity. Thank you notes should not be longer than one page.

Step 3. Don’t be a nag

Tempting as it may be to email or call the hiring manager frequently to find out your status, please don’t. And if you promised to check back with them within a certain time period, choose your words wisely. Phrasing your note diplomatically is key to getting a response. Always have a purpose for your follow-up communication other than just checking in on status; perhaps it is adding to pertinent information such as completing a certification, or a contribution to an industry journal that would confirm skills and talents. Remember, keep it brief.

Put yourself in the hiring manager’s position when considering your follow-up tactics. Would you like to receive long drawn out thank-you notes that have little value? Is your inbox overflowing with lengthy emails you don’t have time to read? Do you have time to answer numerous phone calls to reassure candidates they are still being considered for the position?

As you may have noticed with social media, messages are getting shorter and shorter. Tweets are 140 characters – not words – characters, which include spaces. And the word is out that people only read the first 80 characters of a tweet. So be a master at paring down your words to get your message across succinctly. It may just be a factor in your being considered for the next job.

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Career change – Top tips for a successful transition

Tuesday, January 17th, 2012

The facts are clear. Over the last decade, executives want a career change because they are dissatisfied with their job / industry, unhappy with salary, insecure about longevity of job, work in an obsolete industry, or a victim of corporate downsizing. Maybe you are among nearly 50% of job seekers rethinking their career path.

A recent Today show segment focused on Marla Romash, who after an amazing career in politics felt the urge to do something new. Today she is pursuing a career as a pastry chef. Check out the full segment at Today Show

Marla talks about moments in life when you know you want to do something different, have a sense of belonging and purpose and make a difference. A growing trend for the boomer generation is the urge to do something different when they turn 50+ and not have regrets that they didn’t follow their passion. It doesn’t always mean starting your own business; it can be just making a change in industries or role within an organization.

Now I know you are wondering “How do I do that?.” Before you hand in your resignation letter, take a look at the following points:

Statistics show that in the first three years, one-third of new businesses turn a profit, one-third break even and one-third lose money. If you are thinking about starting a company, you may need to keep your day job and try out your new business venture on the side (evenings and weekends) to find out if you can turn it into a profitable venture.

A good formula for success:

Passion

“Do something you love, and you will never work a day in your life.” (Confucius)

Do you look at your passion as an asset or hobby? You can turn your passion into a career. Of course you have to be realistic and look at all the factors that contribute to success and failure when starting a new business or changing career focus to a new job.

Research the viability of the industry or business you want to transition into. Part of that research could be volunteering on a board of directors to get an inside view of business challenges and successes, or joining associations or social groups to network with others in the industry. You can learn a lot by asking “informational interview” questions in the course of conversations. Don’t forget social media, checking company / people profiles on LinkedIn and Facebook. Groups and question sections in these social networking sites also have valuable information for career changers.

Money

Many executives have grown accustomed to living on a high salary and bonus structure. They need to take a hard look at what type of money / salary will be available for the first few years in a new business venture. If moving to a lower level job in another industry, the salary may be significantly less the first few years.

What are you willing to do to make this dream job a reality? Are there others in your family that need to be taken into consideration when making this decision? You may have to downsize your lifestyle in order to live on a smaller salary while the business builds and you build new skills and develop talents. Are you in a position to live off savings or obtain a loan to manage finances while the business gets off the ground? Will you need to work or consult on the side, or find other revenue streams to keep finances afloat?

One good resource for compensation analysis is PayScale.com that analyzed the 30 biggest industries to show how pay changes as you gain experience. Take a look at the industries where you have the best potential to make up for career change.

Skills & talent

How do your current skills and talents translate to the new career? Leverage your strongest skills that transfer across any business or industry. You may need to return to school or pursue certifications to update or build new skills. Take advantage of opportunities your current employer offers for professional development. Updating skills can be expensive if you are footing the entire cost of re-education.

A few examples of executives who have taken this next step: CFO turned hobby of gourmet cooking into new career as chef/restaurateur; cardiovascular surgeon used medical background to become a medical malpractice expert; marketing executive left corporate world to run statewide non-profit food share program.

These tips just tap the surface. Hopefully, it gives you a window into some challenges that need to be taken into consideration when contemplating a career change. Today’s hypercompetitive market is prime for executives to think out of the box and discover what opportunities might be the next best move.

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Networking: Who do you know who…..?

Tuesday, January 10th, 2012

Do you know who is in your network? Do you work your network effectively and efficiently? Let’s start with the facts. Everyone knows at least 10 people. Think of the old AT&T TV commercial where they talk about one person knows 10 people and those 10 people know 10 people and soon you have a screen full of hundreds to thousands of faces. How many people do you have in your network that you can connect with today? Have you lost touch with some, while others have diminished in their significance to your overall goals?

Executives are usually good networkers as they apply many of the principles of networking to their own teams and internal organization departments. However, many are reluctant and don’t network well. When it comes to stepping out of their comfort zone, some executives avoid working on strengthening their existing network or building new contacts. I’ve simplified the essence of networking to encourage executives to focus on their network and start using it today.

Who…..
Who are the people currently in your network? Are they former peers and bosses, or industry colleagues? Have you reached out past the obvious – cast a wider net to connect to other people who could add value to your network? Where can you find these people? To name a few:

Business groups & associations
Business development & certification programs
Charity or civic organizations
Advanced college classes

Don’t overlook possibilities like neighbors, hairdresser, wine club, church, gym, special interest groups like hiking or biking, travel club, etc.

What…..
What can your network do for you? Or if we take the famous Kennedy perspective and ask “What can you do for your network?” It works both ways. Your contributions to your network of colleagues and friends can be very beneficial to all involved. Someone in your network may need the name of a resource, or may be looking for a person to fill a position in their organization, or just looking for a person with knowledge about a company or product. You might be able to provide that resource or information. And, on the flip side, you could be looking for the same things from people in your network, as well as getting an inside view of potential job opportunities that come up, a new product launch, or a new division opening up.

Where…..
Where is the best place to network? The list is endless, keeping in mind that you need to be discrete at all times if you are currently employed. Association meetings, or business development programs are great places to network, asking questions that generate answers about a company’s challenges and then positioning yourself up as a solution to that pain/problem. Charity functions often have high-powered industry leaders in attendance and casual conversation could end up in potential job leads. Inviting former bosses or co-workers to coffee or lunch is also a great way to connect and discuss potential opportunities. Connecting through social networking is also viable, yet needs to be highly filtered if you are still employed. Your company monitors social media so you don’t want to give yourself away looking for a job.

When & Why…..
The time is now, even if you are not considering a move or change until later in the year or even next year. Building your network of contacts before you need them is a smart approach. In the early stages of creating or adding to your network, you become a resource, positioning yourself as a ‘go-to’ person for others and drive up your value. Then, when you need your network, you have a rich group to tap into.

With the economy warming up in 2012, you want to be ready for opportunities that may come your way. Working on your network is one thing you can do today to prepare yourself for tomorrow.

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Should You Slow Down Your Job Search During the Holidays?

Tuesday, December 13th, 2011

With the exception of the week between December 25th and January 1st, executive candidates should keep up the job search pace and not wait until January to initiate a new career campaign. So the answer is NO! Many opportunities may be missed during late November through December. You don’t want to kick yourself later saying. “I could have been hired, only if…..” Companies that are considering hiring campaigns in the new year (January through March are the months with highest hiring average) start now with their strategies, posting positions, and gearing up hiring agents and staff to start the resume review and interview process.

If you don’t have time to continue your job search strategies in full force during the busy holiday time, consider these as must do’s:

1. Continue networking. People tend to be more social around the holidays and networking is key. Use holiday parties and other social events to keep in touch. It could be as simple as a neighborhood get together, professional association holiday party or your favorite sports group potluck. There are always plenty of holiday celebrations and fundraisers where you can create new connections and nurture ongoing friendships. Social events are great opportunities to connect and could lead to job opportunities in the future.

2. Give back. Especially at this time of year think of ways you can help others. Look for occasions to connect people with one another, or with a charity or foundation that may appeal to them. Be a resource by forwarding an article, white paper or special report that contains valuable information (business or personal) that would be appealing to your connections. This can make you memorable as a “go-to” person who is helpful.

3. Career tune-up. Is your resume up-to-date? LinkedIn profile fine-tuned and keyword searchable? Do you have your career action plan in order? Do you have your interview techniques and salary negotiation points practiced and perfected? Do you feel confident and prepared? Now is a good time to look at these questions carefully and put steps into place to take action.

Don’t wait until January and take the chance of being left behind your competition. Continue preparing and moving forward with job search strategies through the end of the year. You still have time to take advantage of the last few weeks of 2011. When the holidays are over and you are face-to-face with 2012, you will thank yourself and ultimately outshine the competitors who are unprepared to jump into the New Year.

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Career Audit – End of the Year Strategies

Wednesday, December 7th, 2011

In the last month of the year many individuals are already thinking about 2012. What they want to accomplish personally and professionally. New Year resolutions are being formulated even now. But is your career ready for 2012? When was the last time you took a serious look at your career direction? Where are you now, at the end of 2011? Where do you want to be as 2012 begins? Not sure?

As an executive you know that being proactive is a must in this fast-moving world. And many executives are just too wrapped up in the day-to-day of their job to take a pulse reading of where they are in their own career.

Answer yes to these statements and you may need a career direction evaluation:

• Your job lacks challenge and excitement for you.
• You are feeling unappreciated.
• Your promotional and/or development opportunities are limited.
• You are no longer having fun.
• Learning is replaced with routine.
• You sense that your skills and talents are being wasted.
• You are suffering from stress or depression.

Executives often take on the burden of having to know all and be all and lose themselves in that thinking. However, today senior management is stretched beyond their capabilities at times causing one or more of the statements above to be true.

How do you get back on track?

1. Start with a career action plan. Yes, you may already have one, but if it is dated or not working for you, it may need some revisions or a fresh approach in a new direction.
2. Assessments or personality inventory may be helpful as tools to help you discover your strengths, preferred way of working, people relations and commonalities, etc.
3. Work with a career coach who can be extremely helpful in supporting you through this process. Coaches are perfect sounding boards for brainstorming ideas, formulating a strategy, and creating steps to help you implement it.

Don’t wait! Get started now and be ready when 2012 rolls in.

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To Be or Not to Be an Interim Executive?

Wednesday, November 30th, 2011

At a time of uncertainty in the world, a time where the economy is spiking and plummeting daily, what’s an executive to do when in the midst of a job search?

Interim Executive….

Many companies are using Interim Executives. To quote Karen Klein of businessweek.com: “Unlike consultants, Interim Executives work within a company, filling a position that has gone vacant due to an employee leaving, dying, or being dismissed. They can fulfill as many as three functions: Stepping into a job that needs doing, helping to interview and choose a permanent replacement, and diagnosing and implementing important internal changes.”

Advantages:

Some executives are thinking seriously or have taken the leap to Interim Executive positions for several reasons:
1. Wait out the economic unrest and move into a permanent position when the state of the economy has stabilized.
2. Use the Interim Executive position as a stepping stone into a new field or to hone and strengthen an existing or new skill set.
3. Get familiar with an organization’s corporate culture before considering a senior level position.
4. Have an potential advantage in a hiring opportunity within the organization (try before you buy).

These types of positions can be very short-term (keep organization running during hiring process) or long-term (company reorganization or developing funding / resources for next level goals).

Engaging Interim Executives helps the company because they can save thousands to millions of dollars in operating costs by hiring successful C- or V- level executives can have demonstrable experience in business transformation, corporate governance, corporate strategies, finance / accounting, human capital / organizational development, information technology, marketing, mergers & acquisitions, operations, and sales.

Key components to being successful as an Interim Executive is someone who can listen effectively, quickly identify problems and execute solutions that achieve the goal. An open mind, with entrepreneur spirit and sharp leadership qualities are helpful as well.

Disadvantages:

An Interim Executive does not have it easy, sometimes walking into an organization that has long-standing problems, and perhaps resentment from the existing management and support staff. The person who is considering this type of alternative career move should consider the consequences carefully.

1. Potentially lower salary options, no benefits, bonuses or perks
2. Need to wear several hats, covering more than one management position
3. Get back to basics, smaller picture ideas, and skills and fundamentals
4. Short-term assignment

Working as an Interim Executive is one way to bridge the gap in employment. It can also be a good choice for a high-level, semi-retired entrepreneur or executive who wants to keep active but doesn’t want a long-term commitment.

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Create an Executive Brand by Telling Your Story

Monday, November 14th, 2011


Think of Coca Cola. Do you have a picture of a can of Coca Cola clearly in your mind? What do you see? Red and white/silver aluminum can with distinctive lettering. Now picture a glass of coke, just an ordinary glass with a dark colored beverage inside. It could be Coke, but it could also be Pepsi; it could even be root beer. If the ‘resume’ of Coca Cola just talked about a carbonated soft drink in general terms, and didn’t relay the unique taste, the secret formula that creates the taste, the color of the can and distinctive script that identifies the Coca Cola brand, the general public would murmur a collective sigh of ‘ho-hum’. There are many carbonated soft drinks on the market today, why should they try Coca Cola?

Hiring agents might feel the same way about a candidate if they are not strategically showcasing their unique talents and skills in the resume. Job seekers need to clearly communicate their executive brand – the impressive things they have done and the unique person they are. As a Certified Professional Brand Strategist I believe a successful resume has everything to do with branding. Understanding a candidate’s personal brand is key to helping them get the job they want because it distinguishes them from others. A good branding statement in a resume should include exclusive value, attributes, and competitive advantage blended with a successful work history.

How do you create a branding statement? By telling your story in a succinct way that captures your value. Let’s go back to Coca Cola for a minute. Their brand has developed from marketing a single product to multiple products and as important, the ethics and standards that the business represents. With your brand, companies and hiring managers are buying the standards you have set and achievements consistently delivered. Paint a picture in the mind of the reader with your success stories.

Three additional benefits to creating your brand by telling your story:
1. Leverage the information in an interview. These same stories can carry a candidate through some of the most challenging interview questions, because they already have the answers (or a portion thereof) in their back pocket. They have a story to tell that can help them present as a solution to a company’s problem.
2. Social media profiles. Candidates can use an executive branding statement as a basis for a social media profile. It should not be exactly the same as in the resume, however, can be the starting point for creation of a strong online profile.
3. Professional bio. The foundation of a professional bio can be seeded from the executive branding statement.

A good stand-alone brand statement is quite versatile Creating an executive brand will increase your market value. Need help creating your own? Contact Louise today

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Superhero Powers Needed When Making a Career Move

Monday, November 7th, 2011


Superheroes abound on TV today. Each one has a set of arsenals at their fingertips – super strength,  x-ray vision, ability to morph into a deadly weapon, the list goes on. A superhero knows intuitively that if they jump so high and so far they can land on their opponent, surprise attack and win the battle. They have strategized the right moves at the right time, and used the right weapons. Job seekers are really no different – they need their own set of tools and strategies. Even if you have a great resume, it is just one tool in the arsenal.

So what job strategies do you need to be a superhero in your job search campaign?

Network – Job seekers may be tired of hearing about networking, since it is constantly being brought up as the most effective job search strategy. Each networking article reports slightly different figures of success, but all point to a rate of over 60% of jobs being found through networking. Just imagine Spiderman with his web spread across many buildings enabling him to  maneuver in spaces that others don’t have access to. What does that mean to you? Networking can be your web to people and organizations that your competition does not have. If you want to boost your chances, you need to be networking!

Research – In the old days, when the world was more aligned with the ‘Clark Kent/Superman’ scenario, companies did not expect a candidate to come into an interview fully knowledgeable about the company. Part of the interview process was filling the candidate in on the operations, products, executive staff, etc. Today, candidates are expected to do their research and walk into an interview equipped with information about the organization, the mission statement, products, competition, and executive team. Yes, it takes time, but if you are truly vested in acquiring a position with a potential organization, it is definitely worth your time to present as an informed candidate.

Prioritize – Since job search can be equated to a full time job, a candidate needs to prioritize, especially if they are currently employed. This can be challenging to put yourself first when you have obligations to your job, family, friends, and various other influences in ‘life’. Aquaman comes to mind here – one of his super powers is that he can breathe underwater. It may seem at times that you  are barely keeping your head above water when in the midst of a job search. Making priorities fit your needs is of utmost importance. Schedule dedicated time each week /  each day to devote to your job search campaign – whether it is checking online job boards, networking, sending out resumes, or researching companies. Fill the oxygen tank and dive into the depths of organizing your plan and next steps. .

These are just a few job search strategies to get you started. Remember that some Superheroes have partners to help them accomplish their super feats such as Batman and Robin or the Fantastic Four. Need a partner? We’ll be like Elastigirl (flexible), Wonder woman (super speed, intelligence & enhanced senses) and Invisible Woman with psionic powers (powers of the mind).

Contact Louise today

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Five Need-to-Know Trends in Today’s Job Market

Saturday, October 22nd, 2011
The Entrepreneur.com blog “SecondAct.com” recently posted an article titled “The 5 Need-To-Know Trends in Today’s Job Market” by Michelle V. Rafter which addressed some of the current practices that are becoming more commonplace in today’s job market than ever before. These trends are fairly new and can make a huge difference in how you manage your job search. They are:

1. Boomers are staying in the workforce longer.Some people are working longer out of necessity and some are working longer because they want to. But the bottom line is that people are retiring later and later, which is leading to slower turnaround of key positions.

2. Despite a national employment rate of 9.1%, certain jobs remain unfilled due to lack of essential skills.Certain skills such as accounting, welding, and web development are in greater demand in some parts of the country than the population can manage. This has resulted in special training programs popping up in local high schools and colleges to help meet the needs of their local employers.

3. People may be working, but they are often unfulfilled or unhappy and would like to change jobs. Employees often find that their employers don’t fulfill their promises, which leaves them unhappy.

4. Employees would be happier with more flexible work schedules, but employers are not willing to give them. Many employees complain that their work schedules make it more difficult to balance family and work, which leads to more unhappiness. Sadly, employees are not hearing this.

5. Telecommuting is becoming more common, but not at a rate that satisfies demand. Telecommuting options increased 61% from 2005 to 2009, but still less than 2.9% of the American population are working from home on an even part-time basis, even though many jobs could be done that way.

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Mid-Career Internships Are a Growing Trend

Sunday, August 7th, 2011

Many employers are reporting that a growing percentage of applicants for their internship programs are older, mid-career professionals. These applicants are generally out of work, having been laid off due to the bad economy, and are trying to learn new skills to better prepare them to reenter the workforce.

This story by NPR discusses two different employers who state that their mid-career applicants are up to about 10% of their total. While some older workers scoff at the idea, the experiences can be beneficial, particularly if you are out of work and having a hard time finding work.

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